The quality of the leader contributes significantly to the success of those they lead. We are in a cycle of daily examples of the consequences of poor leadership. According to Gallup, “bad managers cost businesses billions of dollars each year.” This epidemic continues to emphasize that people quit their boss, not their job. Therefore, people leaders need to be effective in their roles.
How do people leaders excel at motivating their team to do their best work? What are they doing that keeps their group engaged? These are five things people leaders do every day that help them excel:
One – Activate Individual Motivation
People leaders enable personal motivation by connecting their team’s roles to the mission, vision, and objectives of the organization. People leaders know that when their team understands how their position impacts the organization’s mission and vision, they will feel a sense of purpose. When people know how their role adds to the objectives of the organization, they feel a stronger sense of pride to show up daily and bring their best selves to the tasks at hand.
Two- Make Decisions Based on Contributions
People leaders treat everyone fairly and, in doing so, make decisions based on inputs and outputs rather than workplace politics. Because of this, all work, ideas, and contributions are recognized and valued. Their team will feel listened to and respected for their skills and quality of work. People leaders must be able to navigate tricky workplace politics.
Three: Create a Culture of Personal Accountability
When there isn’t a culture of personal accountability, it becomes one of blame, complaining, and procrastination. People leaders help their team understand that accountability is everyone’s responsibility. They start by communicating clear expectations and measure and monitor performance. They provide regular, honest, and, if necessary, difficult feedback. Exceptional people leaders model the behavior they expect from their team.
Four: Manage the Trust, Relationships, and Cohesion of the Team
A team without trust isn’t a team; they are individuals, working together, often making limited progress. People leaders provide opportunities for the team to get to know each other personally. They communicate openly and help the team learn to talk to one another in an honest and meaningful way. People leaders address trust issues quickly and help the team develop strategies to overcome them.
Five: Drive Outcomes Through Questions
People leaders excel because their questions begin with “what” or “how” instead of “why,” “when,” or “who.” They will also use “I’ instead of “they,” “them,” or “you.” These types of questions have potential answers and will lead to more significant personal and professional gains.
These practices will help avoid the cost of poor leadership. Because it is challenging to connect metrics to behavior, the impact on the bottom line may not be noticeable. However, being a better people leader will create a positive and more productive workplace culture.
Last updated on July 1st, 2020 at 06:03 am
